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CLOUDORIZON LIMITED

Workato and SAP Automation and Integration Services

Cloudorizon delivers comprehensive Enterprise Orchestration services combining process analysis, enterprise-class integration tools, and intelligent automation. Our three-pillar approach includes Advisory (strategy, value discovery, architecture), Delivery (integration build, methodologies, project delivery), and Managed Services (Tier 1-3 support). We specialise in Intelligent Document Processing, Digital Integration Hubs, and end-to-end business process orchestration.

Features

  • SAP integration implementation and enterprise resource planning system connectivity services
  • Workato platform implementation technical support and cloud automation service delivery
  • Business process automation workflow design and operational efficiency improvement services
  • Application programming interface development integration & enterprise system connectivity services
  • Workato managed support services platform optimisation and ongoing technical assistance
  • Legacy system modernisation cloud migration and digital transformation implementation services
  • Workato technical architecture design integration strategy consulting and delivery services
  • Intelligent document processing automation & digital workflow transformation implementation services
  • Technical staff augmentation capability building and integration team development services
  • Process mining business process re-engineering and operational transformation consulting services

Benefits

  • Reduces TCO through automation and efficient system integration delivery
  • Accelerates digital transformation with proven methods and deep technical expertise
  • Improves operational efficiency, automated business process workflows and system connectivity
  • Delivers faster ROI with rapid platform deployment and configuration services
  • Builds sustainable internal capabilities through knowledge transfer, training, and upskilling
  • Provides flexible service delivery options, strategic consulting to managed support
  • Enterprise grade security compliance, robust governance throughout service delivery lifecycle
  • Enables business agility, scalable cloud integration architecture, modern technology platforms
  • Reduces technical debt, legacy system modernisation, contemporary integration pattern implementation
  • Delivers continuous support with defined SLAs and proactive system monitoring

Pricing

Service documents

Request an accessible format
If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at lee.cunningham@cloudorizon.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

2 3 3 1 0 7 9 6 6 5 6 5 5 5 3

Contact

CLOUDORIZON LIMITED Lee Cunningham
Telephone: 07803939074
Email: lee.cunningham@cloudorizon.com

About your service

Service categories

Cloud Support Services

Managed Cloud

Managed Public cloud

  • Managed Public SaaS/PaaS

Service scope

Service constraints
Service constraints vary by delivery option.
Consulting Services: available on demand, subject to resource scheduling. Minimum engagement periods may apply for complex assessments.
CIDP Services: include document workflow analysis and intelligent automation implementation, typically taking 2–6 weeks for initial document types. Access required to sample documents and process stakeholders. Success depends on document quality and consistent volumes.
Project Services rely on agreed schedules, follow change control for scope updates. Timescales depend on customer input and approval cycles.
Managed Service hours: 9am–6pm GMT on UK business days (excluding public holidays). Response times based on incident severity and customer-approved change management.

User support

Email or online ticketing support
Yes, at extra cost
Support response times
Severity 1 (Business critical) - 1 hour response; Severity 2 (Important issues) - 4 hours response; Severity 3 (Standard issues) - 1 business day response; Severity 4 (Non-critical) - 2 business days response. All incidents handled through AIMS Service Desk with full ticket tracking, status visibility, and real-time updates. Response times apply during UK business hours with 24/7 escalation available for critical issues. Weekend response available for Severity 1-2 incidents.
User can manage status and priority of support tickets
Yes
Online ticketing support accessibility
WCAG 2.2 A
Phone support
No
Web chat support
Yes
Web chat support availability
9 to 5 (UK time), 7 days a week
Web chat support accessibility standard
WCAG 2.2 A
Web chat accessibility testing
This is all provided by our vendor - Freshdesk.
Support levels
Three-tier support structure: Basic Support (email/portal, standard response times, community resources) - suitable for organisations with internal technical capabilities. Professional Support (phone support, priority response times, dedicated account manager, proactive monitoring) - ideal for production environments requiring faster resolution. Enterprise Support (all Professional features plus onsite support, 24/7 critical escalation, dedicated success manager, architecture reviews, quarterly business reviews) - comprehensive support for mission-critical orchestration platforms. Pricing scales with response time requirements, support channel access, and service scope. All tiers include access to knowledge base, documentation, and community forums. Enterprise tier includes strategic consulting hours and priority access to new features.
AI chatbot
No

Resellers

Supplier type
Not a reseller

Staff security

Staff security clearance
Other security clearance
Government security clearance
Developed Vetting (DV)

Pricing

Discount for educational organisations
No

Architecture roles

Technical architect
Role level UK Rate Offshore Rate
Senior technical architect £950.00
Lead technical architect £1,070.00
Principal technical architect £1,295.00

Product and delivery roles

Business analyst
Role level UK Rate Offshore Rate
Business analyst £800.00
Senior business analyst £1,070.00
Lead business analyst £1,295.00
Programme delivery manager
Role level UK Rate Offshore Rate
Programme delivery manager £1,295.00

Software development roles

Software developer
Role level UK Rate Offshore Rate
Junior developer £650.00
Developer £800.00
Senior developer £950.00
Lead developer £1,070.00
Principal developer £1,295.00

Non-mandatory Standards and certifications

ISO/IEC 27001 certification
No
ISO 28000:2022 certification
No
ISO 9001 certification
No
Quality management systems (QMS)
No
CSA STAR certification
No
PCI certification
No
Cyber essentials
No
Cyber Essentials Alternative
In relation to the services you do not have a current and valid Cyber Essentials certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials certificate by one of the government approved accreditation bodies within 12 months of the date of award.
Cyber essentials plus
No
Cyber Essentials Alternative
None of the criteria
Other security certifications
Yes
Any other security certifications
  • PCI-DSS v4.0.1 − Level 1
  • ISO 27701
  • SOC 1 Type II
  • SOC 2 Type II
  • SOC 3
  • NIST 800-171A r2

Social value

Section B - Commitment for Future: Delivery

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

    • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
    • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
    • Plans to engage the contract workforce in deciding the most important workplace issues to address
    • Ensuring new workers are informed of their right to join a trade union
    • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
    • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
    • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
    • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
    • Activities to cascade good practice on fair working conditions throughout the supply chain
    • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
    • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
    • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
    • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
    • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
    • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

    • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications

  • Mission: Make Britain a clean energy superpower: To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

    Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

    • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 6: Employment and training: For those who face barriers to employment

    • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
    • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
    • Introducing transparency to pay and reward processes
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

    • Understanding of issues relating to entering the contract workforce

  • Mission: Build an NHS fit for the future: That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

    Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

    • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
    • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
    • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition

Service documents

Request an accessible format
If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at lee.cunningham@cloudorizon.com. Tell them what format you need. It will help if you say what assistive technology you use.